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These are lecture notes for Industrial Organizational Psychology
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LESSON 1: Introduction to the Fundamentals of I/O PsychologyIndustrial/Organizational Psychology motivation, organizational
- is a branch of psychology that applies communication, conflict management,
the principles of psychology to the organizational change, and group
workplace. processes within an organization.
- The purpose of I/O psychology is to 3. Human factors/Ergonomics
‘enhance the dignity and performance of - A field of study concentrating on the
human beings, and the organizations interaction between humans and
they work in, by advancing the science machines.
and knowledge of human behavior’. - Concentrate on workplace design,
human-machine interaction
Approaches I vs. O ergonomics, and physical fatigue and
Industrial Approach stress.
- Focuses on determining the
competencies to perform a job, staffing The Past, Present, and Future of I/O
the organization with employees who Psychology
have those competencies, and increasing World War I
those competencies through training. Army Alpha
Organizational Approach - a test that was used for military recruits
- Creates an organizational structure and who could read.
culture that will motivate employees to Army Beta
perform well, give them information to - a test for military recruits who could not
do their jobs, and provide working read.
conditions that are safe and result in an 1903
enjoyable and satisfying work - Walter Dill Scott publishes The Theory
environment. of Advertising
1911
Major Fields in I/O Psychology - Walter Dill Scott publishes Increasing
1. Personnel psychology Human Efficiency in Business
- The field of study that concentrates on 1913
the selection and evaluation of - Hugo Münsterberg publishes
employees. Psychology and Industrial Efficiency
- Study and practice in such areas as (German version published in 1910)
analyzing jobs, recruiting applicants, 1917
selecting employees, determining salary - Journal of Applied Psychology first
levels, training employees, and published
evaluating employee performance. 1918
2. Organizational psychology - World War I provides I/O psychologists
- The field of study that investigates the with first opportunity for large-scale
behavior of employees within the employee testing and selection
context of an organization.
- Are concerned with the issues of
leadership, job satisfaction, employee
,LESSON 1: Introduction to the Fundamentals of I/O Psychology
1921 first annual national conference separate
- First Ph.D. in I/O psychology awarded to from APA meeting
Bruce Moore and Merrill Ream at 1989
Carnegie Tech - Supreme Court sets conservative trend
1932 and becomes more “employer friendly
- First I/O text written by Morris Viteles 1990
1933 - Americans with Disabilities Act passed
- Hawthorne studies published SIOP membership exceeds 2,832
1937 1991
- American Association for Applied Psychology - Civil Rights Act of 1991 passed to
established overcome 1989 conservative Supreme
1945 Court decisions
- Society for Industrial and Business 1995
Psychology established as Division 14 of - SIOP membership exceeds 4,500
the American Psychological Association 1997
(APA) with 130 members - SIOP celebrates its golden anniversary
1951 at its annual conference in St. Loui
- Marion Bills elected as the first woman 2000
president of Division 14 - SIOP membership exceeds 5,700.
1960 2005
- Division 14 renamed as Society for - Office of Federal Contract Compliance
Industrial Psychology, membership Programs (OFCCP) and Equal
exceeds 700 Employment Opportunity Commission
1963 (EEOC) become more aggressive in
- Equal Pay Act passed fighting systemic discrimination SIOP
1964 membership exceeds 5,900
- Civil Rights Act passed First issue of 2008
The Industrial-Organizational - The journal Industrial and
Psychologist (TIP) published Organizational Psychology: Perspectives
1970 on Science and Practice begins
- Division 14 membership exceeds 1,100 publication as an official journal of
1971 SIOP
- B.F. Skinner publishes Beyond Freedom 2009
and Dignity - Lilly Ledbetter Fair Pay Act and
1980 Americans with Disabilities Act
- Division 14 membership exceeds 1,800 Amendment Act (ADAAA) passed
1982 Division 14 renamed Society for 2010
Industrial and Organizational - SIOP membership exceeds 8,000; SIOP
Psychology (SIOP) members narrowly vote to keep the
1986 name Society for Industrial
- Society for Industrial and Organizational Psychology rather than
Organizational Psychology (SIOP) holds
,LESSON 1: Introduction to the Fundamentals of I/O Psychology
change the name to the Society for and rest breaks on employee
Organizational Psychology performance.
2013 Hawthorne effect
- OFCCP issues new regulations affecting - When employees change their behavior
the hiring of military veterans and due solely to the fact that they are
individuals with disabilities receiving attention or are being
2014 observed. Specifically they PIONEERS
- SIOP membership exceeds 8,300 become more productive.
Pioneers The 4 Major Changes in I/O Psychology
John Watson 1. Increased use of fairly sophisticated
- majoring in US Army in WWI, statistical techniques and method
developed perceptual and motor tests analysis.
for potential pilots. Example: MAnOVa, path analysis, meta-analysis,
Henry Gantt and causal modeling.
- responsible for increasing the efficiency 2. An interest in the application of
with which cargo ships were built, cognitive psychology to industry.
repaired and loaded 3. Increased interest in the effects of work
Thomas A. Edison on family and leisure activities.
- In 1920, he created a 150- item 4. I/O psychologists took renewed interest
knowledge test that he administered to in developing methods to select
over 900 applicants. The test and employees.
passing score were so difficult that only
5% of the applicants passed. The Future Challenges to I/O Psychology in
Frank Gilbreth & Lillian Moller Gilbreth the 21st Century
- among the first scientists to improve - I/O psychology needs to be relevant.
productivity and reduce fatigue by This means that we need to study the
studying the motions used by workers. problems of today, not those of
Hawthorne Studies yesterday. In the early 21st century,
- A series of studies, conducted at the relevance means addressing problems of
Western Electric plant in Hawthorne, globalization of the economy; increasing
Illinois, have come to represent any technological evolution of the
change in behavior when people react to workplace; team and group
a change in the environment. It contributions rather than exclusively
demonstrated that employee behavior individual contributions; nontraditional
was complex and that the interpersonal employment conditions, including
interactions between managers and part-time, temporary, contract, and
employees played a tremendous role in tele-work; and the balance of work with
employee behavior. Initially designed to non-work. That is not to say that earlier
investigate effects of lighting levels, research was misguided or “wrong,” but
work schedules, wages, temperature, rather that older research gives us a
, LESSON 1: Introduction to the Fundamentals of I/O Psychology
foundation for newer research and Multicultural and Cross -cultural Issues in I/O
application. Psychology
- I-O psychology needs to be useful. I-O Culture
psychology, like counseling, - “system in which individuals share
school/educational, and clinical meanings and common ways of viewing
psychology, is an applied subdiscipline. events and objects” (Ronen, 1997).
The value the discipline adds is in 1. Asians have a very different
putting our theories and research understanding of time than Americans
findings into action. I-O psychologists (Brislin & Kim, 2003).
must always be thinking of ways to put 2. In considering who gets a bonus and
our research into practice. how much, Chinese managers make
- I-O psychology needs to think bigger. In decisions based more on the personal
the past, IO psychology concentrated on needs of the individual, whereas in the
the behavior of single individuals and United States, these decisions are based
tended to shy away from larger issues more on the performance of that
such as poverty, unemployment, individual (Zhou & Martocchio, 2001).
globalization, and workforce diversity. 3. Compared to American managers,
Certainly, I-O psychologists do not have Japanese managers are much more likely
all the tools necessary to address these to solve a strategic problem by being
large global issues. But, as Stuart Carr cooperative and making sure that
explains, I-O psychology should be individuals share equally in rewards
represented at the “table” where such (Wade-Benzoni et al., 2002)
issues are being debated. We know a 4. Japanese managers are much more likely
great deal about work behavior, and to seek compromise solutions than their
work behavior is implicated in one way American counterparts, who tend to
or another in virtually every pressing follow win–lose strategies (Gelfand et
global challenge. al., 2001).
- I-O psychology needs to be grounded in 5. Shame as a result of a poor
the scientific method. The confidence salesperson–customer interaction
that society has in I-O psychology motivates salespersons from the
depends on this. Careful and systematic Philippines but demotivates their Dutch
observation, the development of counterparts (Bagozzi, Verbeke, &
hypotheses that can be tested, the public Gavino, 2003).
collection and analysis of data, and a 6. American software engineers provide
logical connection between the data and assistance to a colleague only when they
the interpretations of these data are the expect to need that colleague’s help at
bases for our “reputation” in research some future time; Indian software
and practice. engineers provide help to whoever needs
it without any Multicultural and Cross
expectation of future reciprocation
(Perlow & Weeks, 2002).
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